How to conduct a job interview
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Posted: Wed 7th May 2025
9 min read
Job interviews are your chance to find people who will succeed in your business.
You can learn more about a candidate's personality and potential contribution to your team by speaking with them directly, whether in person or online.
At the same time, interviews give jobseekers an idea of your company culture and how you operate – which can help make sure the role suits both parties from day one.
In this blog, we look at how to carry out job interviews confidently – so you can recruit the right people and start assembling a stronger, more cohesive team.
Why interviews are so important
A job interview is a dialogue. For you, the employer, it's an opportunity to assess a person's experience, outlook and potential.
It's the candidate's chance to learn more about your business and determine whether it's the right place for them to progress their career.
Interviews are one of the most crucial phases of the hiring process, whether you hold them face-to-face, over the phone or on video calls.
When done correctly, they can help you identify exceptional talent, steer clear of bad hiring choices and boost your brand as an employer.
What interviews can help you accomplish
1. Get a clearer picture of a candidate
Interviewing someone gives you a better sense of how they communicate, their confidence and their enthusiasm for the role. You won't get this from simply reading their CV.
2. Fill in the blanks
Sometimes, a candidate's application doesn't answer all the questions you might have about them.
By bringing them in for an interview, you can clarify points, validate any claims they've made and delve deeper into their experience.
3. Find someone who fits your culture
Obviously, your ideal recruit will be someone you think can do the job to a high standard. But they should also fit well with your team dynamics and company values. You can evaluate this more naturally in an interview.
4. Learn what they expect from you
Examine what candidates are most interested in – it might be working hours, flexibility for remote working, long-term career goals and so on. That way, you can prevent recruits from having unrealistic expectations later on.
5. Strengthen your reputation as an employer
A courteous and well-run interview process leaves a good impression, even when you don't hire the person at the end of it.
Professionalism like that can spread through word of mouth and increase your appeal to other jobseekers.
The first steps in preparing to interview candidates
The foundation for a successful, professional interview is preparation. Before you begin meeting with candidates, make sure you do the following:
1. Set aside enough time
Don't rush things. Set up interviews for a time when you can devote your full attention, in a private, quiet room where you won't be disturbed. A clean, inviting space says a lot about your business.
2. Write a clear and honest job description
A well-written job advert will help you attract the right candidates and set expectations from the outset. Be specific about the duties, essential skills, and any flexibility around training or experience.
3. Read CVs thoroughly
Spend some time going through each candidate's background so you can ask insightful questions. Print their CV or keep it to hand so you can refer to it in the interview.
4. List what characteristics a successful candidate will have
Set out the traits that you see as essential (for example, technical ability, industry experience, communication skills and so on) and "nice-to-have". Consider which attributes your current team would benefit from.
5. Prepare thoughtful, personalised questions
Make a list of important questions – but be ready to follow up and delve deeper based on how the conversation flows. The most effective interviews have a structured yet organic feel.
Managing the interview: How to lead a great conversation
Once the candidate is in front of you – whether in person or on a screen – it's your job to guide the conversation while making them feel comfortable and respected.
Here's how to keep things professional and productive.
Begin with a warm welcome
Introduce yourself and give a short overview of the business – its mission, values and what makes it a great place to work. This helps put the candidate at ease and sets a friendly tone.
Explain the format
Let them know how the interview will run and what you're hoping to learn. This is a good way to manage nerves and make the conversation flow smoothly.
Revisit the job details
Make sure the candidate understands the role – what the day-to-day work involves, whether it's full-time or part-time and how the team is set up.
Ask open questions to start
Invite the candidate to tell you about their background, why they applied and how they see themselves contributing. You'll ease them into the discussion and get a sense of what drives them.
Explore their CV in more detail
Ask about key roles and achievements. Find out why they moved on from previous positions and what they're looking for next. This helps you gauge both their ambitions and reliability.
Focus on strengths specific to the role
Question them about their skills – both technical and soft. Use open-ended prompts to understand how they approach challenges, solve problems or work with colleagues.
Encourage them to ask questions
Allow the candidate some time to ask their own questions about the role, the company or the team. Their curiosity and preparation can reveal a lot about their interest and expectations.
End with next steps
Wrap up by outlining what happens next – whether there'll be a second interview or when they'll hear back. This small step shows professionalism and helps build trust.
A final word on interviewing well
A properly planned and thoughtful approach to interviews can help you hire with confidence.
As a small business owner, every new recruit has a big impact. A good interview lets you choose someone who isn't just qualified – but committed, motivated and ready to grow with your business.
Frequently asked questions (FAQs) about job interviews
What's the STAR method?
STAR stands for Situation, Task, Action and Result. It's a framework that helps candidates give structured answers by explaining the context, what they did and what happened as a result.
It's especially useful for assessing how someone has handled challenges in the past.
What is skills-based interviewing?
This approach focuses on what a candidate can do, not just what's on paper. It's especially useful when soft skills – like communication or teamwork – are as important as formal qualifications.
You might use scenarios, practical tasks or targeted questions to test job-relevant skills.
What should I avoid in interviews?
Common pitfalls include being unprepared, asking vague or irrelevant questions or not giving the candidate enough time to speak.
Avoid assumptions or unconscious bias, and make sure the questions you ask are fair and appropriate to the role.
Relevant resources
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